TRACEY’S PRACTICAL EMPLOYMENT TIP
OF THE MONTH*

During 10 years as an executive employment attorney, I have listened to hundreds of stories from clients from all parts of the employment spectrum. Over time I began to see certain patterns of behavior on the part of employers and my clients that helped me to formulate some general rules to follow and consider when managing your employment relationship. While these patterns or scenarios do not necessarily give rise to legal claims or infringe upon an employee’s legal rights, had my clients had a bit more practical knowledge about workplace dynamics and employer motivations they may have had an opportunity to obtain an unanticipated benefit, limit damage to their career or avoid a difficult interpersonal situation. Therefore, in an effort to educate executives and employees on how to respond to certain common employment circumstances I thought it would be helpful at the beginning of each month to provide those of you who visit this web site with a practical pointer on managing your employment relationship.*

JANUARY 2009: AN IDEA FOR HOLDING ONTO YOUR JOB IN THIS ECONOMY*

It seems that holding onto your job is an all or nothing proposition these days. But, it does not have to be.

A common refrain I am hearing from my clients these past few months is that they would have rather taken a salary cut or been kept part-time than lose their jobs entirely. If this idea intrigues you then you need to know that these types of arrangements are potentially feasible. To successfully utilize this strategy you need to have a strong belief or actual knowledge that you are going to be selected and when it will. While taking a pay-cut or working part-time may be a negotiable option even after you have been let go, the best time to broach the subject with your manager or HR is before the decision is made final.

Like most things in life, timing is everything. The risk to be wary of here is that your information is wrong and your employer will take advantage of your offer when it had no intention of firing you or cutting your pay.

Next Month’s Tip: A TIP FOR EXECUTIVES WITH CONTRACTS FOR A TERM

Monthly Tip Archive

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* Disclaimer: The contents of this page are for informational purposes only and nothing herein is intended to constitute legal advice nor should anything contained herein be taken or relied on as such. Each individual executive and employee has a unique set of facts and circumstances that the general discussion set forth above may be wholly inapplicable to. Only through consultation with a lawyer from our firm in which all of the facts and circumstances of an individual’s unique situation are explored and considered can a true legal assessment of your rights and remedies be ascertained. Any use of this information is taken solely at your own risk.